Researchers From A Company Pay System Optimization Research

Recently,with the development of knowledge economy and market competition intensifying,how to motivate employees to create more wealth for enterprises has been the concern of the entrepreneurs and management experts,the competition between enterprises,in the final analysis is the talent competition.Traditional manufacturing overcapacity is more and more serious in recent years,because of the influence of the economic environment,each of the transformation of traditional manufacturing companies are working to.Before A company is A diversified group company,products to low-end in agricultural machinery,engineering machinery,high-end applied precision casting is given priority to,in the past two years the company's development strategy is the top provider of hydraulic components and hydraulic system of the solution.The technical transformation of A company depends on technological innovation and the r&d team,so to design A set of scientific and reasonable remuneration packages to attract and retain professional and technical personnel,and promote the competitiveness of the team is very necessary.The first part of this article research background and significance,this paper expounds the scientific and reasonable compensation plan for A role for the development of the company,and combing the thread of research paper and main methods and process.The second part,first of all,the compensation management theory to design compensation system need,to start from the content of the salary and compensation management includes first and then explain compensation management role in enterprise management,and then on the salary design project based on the theory(hierarchy of needs theory,two-factor theory,incentive process theory,etc.)were summarized,finally the future trend of the development of the import the salary management,focuses on the "broadband salary,performance pay","" full compensation" relevant theoretical knowledge.The third part of A company's general situation and analyzing the present situation and problems of salary management.Start with the company present situation analysis,analyzes the corporate strategy,business structure,human resources,etc,and then A detailed analysis of the current salary management status of A company,found that the main problems.The fourth part on the current situation of research and development personnel pay contrastive analysis of the internal and external market environment.Internal first analyses the characteristics of r&d staff positions,again about the present situation of r&d personnel salary satisfaction survey;When the external market environment analysis,and benchmarking enterprise first comparative analyses the condition of compensation,the other is analyzed nearly a decade price index to rise;The last of the compensation management system,system,process were analyzed.The fifth part for developers to design a set of compensation system.First of all to the compensation strategy clear,certain guidelines;Then determined based on the 3 p(post evaluation,staff qualifications assessment,performance assessment)compensation design train of thought;Next to post evaluation of r&d personnel,and obtains the assessment result for technology research and development jobs as a result,finally,the technology research and development jobs pay system design.Pay system to carry out the strategy of matching companies should consider when the development of the dynamic adjustment mechanism,and clear employee compensation promotion channel.Finally,in order to ensure the smooth implementation of compensation reform,and also need to recognize the new top managers can fully participate in and support reforms,finally must train employees on stable cross in place.The sixth part summarizes the research contents of this article and Suggestions.